Managing Conflict Constructively System †MyAssignmenthelp.com

Question: Discuss about the Managing Conflict Constructively System. Answer: Introduction: In one session; I learnt that both the theories deal with a person (leaders), influencing other team members to accomplish a set goal. As far as, the validity of both the theories is concerned, both of them have their own pros and limitations. This is a never-ending debate of born/made. Both the theories can teach the present and prospective managers some valuable lessons on how they can become a leader. Each individual may have own opinion regarding which theory stands more appropriate. According to me, the trait theory stands true. As per the words of Fleeson et.al. 2015, this theory states that there are certain traits inherent in leaders which are not present in any other person. Thus this theory says that leaders are born, not made. This is one of my best learning outcomes of the classes because it inculcated a better understanding of the concept of leaders. According to the opinion of G, (2015), trait theory considers personal traits of the leaders in order to distinguish them from not leaders like self-confident, trustworthy, and flexible, etc. On the other hand, the behavioral theory proposes that Leaders are trained to build such behaviours like determined towards work being people oriented and leaders are made and not born. Group behaviour and Team at work I learned the importance of safe environment while assessing the Case study: Why dont teamwork like they are supposed to? It is one of the best learning of my course; as I learned the manner of behaving in a group and how to resolve the contradiction which arises while working as a group. Many, times while working in a group or in an organization; conflict arises and many things remain unsaid. Due to these positive relationships does not remain for a long time and the situation gets worse. In accordance with Maruping et.al. (2015), if the positive environment is available than people or employee are able to explain the fact or issues which they are facing in an easy manner. Thus, I think it is necessary to ensure that safe environment is available in the organization so that employees are able to discuss anything they want. I also recognized the fact that appropriate planning is necessary for attaining the pre-determined aims while working as a group. This learning will assist me in behaving in appropriate manner as part of the group and will also let me resolve issues in the best possible way. The same will help me in attaining predetermined goals (Temminck, et.al. 2015). Motivation was my best learning outcome as it made by understanding that how companies motivate their staff for their retention. It was interesting to know the ways which companies adopt for the employee benefits. I would like to share my best experience in this regard. Most of the companies Mars have different perk systems like proving fitness clubs and free meals to their employees so that they can manage their fitness routine simultaneously with the companys work. Other companies like PayPal and Amgen recognize the employees needs to better entertainment facilities which include the provision of non-monotonous hours. Many companies also introduce charity schemes to satisfy their need for self-actualization (Nawaz et.al., 2014). Many companies like USG People specifically rely on financial incentives to motivate employees. Other incentives include providing opportunities for employment, providing scope for displaying leadership qualities by delegating work to lower levels. Majorit y of the companies in the IT industry conduct internal advancement programmes for their employees. As per Buble et.al. 2014, providing challenging jobs through job enrichment is another way of providing motivation to their employees so that they do not feel boredom by doing repetitive tasks. Employees who have higher order needs do not entertain everyday perks. They need something more than that. Power and Politics In this week I learnt the importance of delegating power. I also learnt that what the impacts of keeping it close are? This has assisted me in a way that what policy is better in that situation. According to Brandsma et.al. (2016), the company decides that what parts of projects are to be delegated based on the difficulty and importance of the tasks. If the project necessitates the application of knowledge which the staff posses, it would definitely make sense to do delegate that part and vice versa. If the task is something that others do not know or maybe do not have enough confidence and knowledge about then it must be kept close (Scarbrough et.al., 2013). This is done to reduce the chances of mistakes in crucial matters if the subject is of competitive advantage. This learning can be very useful for me in the future as now I know the pros and cons of delegating work. If the company has complete trusts on its employees only then it can delegate work and that too which is not of major importance. Every company has to strike a balance between what should be delegated and what not (Tjosvold et.al., 2016). This week was of utmost importance as it dealt the most sensitive issue of the workplace that is of conflicts and negotiation. According to the words of Firth (2014), every workplace suffers from conflicts which can be amongst two companies, two departments or two individuals. Negotiation, on the other hand, is a serious discussion among two more parties which aim at coming to a conclusion. For this, it is very important to choose battles wisely. Not every conflict may deserve a reaction. Some may even hamper the image of the person and of the organization. This lesson made me understand various ways in which the conflicts can be handled with great ease like willing to co-operate, understanding other persons needs, etc. If it is the matter of negotiation an approach of win-win must be adopted so that neither of the party suffers from loss. An action plan must be adopted for important negotiations so that important deals do not go out of the hand (Tjosvold et.al. 2015). It is very im portant to deal with utmost care. Some negotiations may also require guidance from professionals. As per the opinion of Heiss, (2013) conflicts must be priorities in terms of area. Unnecessary conflicts may result in a waste of energy time and effort which could be used in other productive areas. Thus, in a workplace, it is important to not indulge into any unnecessary conflicts. References Brandsma, G. J. Blom-Hansen, J. (2016). Controlling delegated powers in the post-Lisbon European Union.Journal of European Public Policy. 23(4). 531-549. Buble, M., Juras, A., Mati?, I. (2014). The relationship between managers leadership styles and motivation.Management: journal of contemporary management issues. 19(1). 161-193. Firth, A. (Ed.). (2014).The discourse of negotiation: Studies of language in the workplace(Vol. 15). Elsevier. Fleeson, W. Jayawickreme, E. (2015). Whole trait theory.Journal of Research in Personality,56, Pp82-92. (2015). Leadership: Theory and practice. Sage publications. Heiss, S. N. (2013). Healthy discussions about risk: The Corn Refiners Associations strategic negotiation of authority in the debate over high fructose corn syrup.Public Understanding of Science.22(2). Pp 219-235. Maruping, L. M. Magni, M. (2015). Motivating employees to explore collaboration technology in team contexts.Mis Quarterly.39(1). Nawaz, A. et.al. (2014). Factors Motivating Employees in Public Sector Banks: An Empirical Investigation. Scarbrough, H. Corbett, J. M. (2013).Technology and Organization (RLE: Organizations): Power, Meaning and Deisgn. Routledge. Temminck, E. Mearns, K., Fruhen, L. (2015). Motivating employees towards sustainable behaviour.Business Strategy and the Environment.24(6). Pp 402-412. Tjosvold, D. Tjosvold, M. (2015). Managing Conflict Constructively. InBuilding the Team Organization(pp. 120-137). Palgrave Macmillan UK. Tjosvold, D., Wan, P., Tang, M. M. (2016). Trust and Managing Conflict: Partners in Developing Organizations. InBuilding Trust and Constructive Conflict Management in Organizations (Pp. 53-74). Springer International Publishing.